Questions can be great for engaging and motivating people , but they can just as easily be used to confront or blame, and can shift the mood from positive to negative. “We live in the world our questions create,” says David Cooperrider, a professor at Case Western Reserve University and a pioneer of “Appreciative Inquiry,” which holds that questions focusing on strengths and using positive language are far more useful to organizations than questions with a negative focus.
So what are some specific questions to avoid?
“What’s the problem?” if a company leader asks questions that are focused on problems and weaknesses, then the organization overall will tend to be fixated on that — rather than focusing on strengths and opportunities.
“Whose fault is it?” when leaders ask about fault, they’re often trying to shift blame away from themselves. A better approach would be to ask, How can we work together to shore up any weaknesses?
“Why don’t you do it this way?” it’s truly a leading question — a way of imposing your ways on others.
“Haven’t we tried this already?” Points out that this version of the question comes off as condescending and even defeatist.
In general, a leader should avoid questions “asked in a spirit of advocacy instead of inquiry,”
“Never ask a question if you don’t want an answer.”
http://blogs.hbr.org/2014/07/5-common-questions-leaders-should-never-ask/
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